The terms w-2 employees and 1099 employees all refer to workers who earn money from a business. These individuals might perform services on behalf of the company, such as providing labor or offering consulting services. However, there are important differences between these two classifications, and it’s important for companies to understand these differences when they make decisions regarding hiring, payroll tax withholding and business management.
Tax Differences for W-2 Employees and 1099 Workers
W-2 employees are often salaried workers who receive traditional salary paychecks, which include the employer’s share of Social Security and Medicare taxes. The employer deducts these taxes before issuing the employee a paycheck. These deductions enable the employer to avoid paying these taxes itself, which helps the business save money.
W-2 employees are also eligible for unemployment insurance benefits under some circumstances. Ten99 workers do not receive traditional paychecks and may instead be independent contractors who earn money by providing services through a limited company or contract work. They typically earn less than W-2 employees and do not receive most of the same benefits, including unemployment insurance.
Workers classified as 1099 employees can sometimes be reclassified as W-2 workers if the owner of their limited company fails to treat them as an independent contractor. When this happens, the business becomes responsible for paying its portion of Social Security and Medicare taxes. This reclassification can cause the company significant financial harm.
There are several requirements to meet if W-2 status is desired. For example, employers may not control which hours employees work or how they do their jobs. Instead, the worker must decide independently how to complete projects assigned by the employer. If a worker meets these criteria, he will typically be classified as a W-2 worker and not a 1099 worker.
Business Rules for W-2 Employees and 1099 Workers
The tax rules for each type of employee depend on whether they’re treated as an independent contractor or regular employee. The IRS generally considers workers to be independent contractors if the employer has no control over how they do their job or when they work. If the business owner tells workers what to do, how to complete tasks and when they are expected to have them finished, then the employer must pay these taxes for that worker.
Independent contractors are typically paid by a limited company set up by the person providing the services. This company bills the client periodically for the completed work, which enables the person who set up the company to avoid paying self-employment tax. Instead, this tax is paid by the limited company.
These differences in classification can lead businesses to misclassify their workers and unintentionally convert W-2 employees into 1099 workers or vice versa. This creates other problems for both employers and employees, including failing to meet legal requirements, paying higher payroll taxes and increasing the likelihood of audits.
The distinction between W-2 workers and 1099 workers is an important one for businesses. Hiring a worker can create many immediate expenses regarding administrative tasks associated with human resources, but it also affects the company’s ability to manage its finances over the next year. Understanding the differences between W-2’s and 1099’s can help employers reduce their obligations, liabilities and costs for their employees.
